Engineering first · Technology second · Ownership always

Many hard problems. One strong engineering culture.

Ship production LLM apps, AI agents, and RAG systems across payments, healthcare, and beyond. Work directly with founders who still write code — and own outcomes from idea to production.

Explore open roles Why people stay

100% Remote · IndiaAsync by defaultWeekends are sacred

40+

Engineers on the team

75+

Projects shipped

4.9

Rated on Glassdoor

BPTW

Best Place to Work 2025–26

Trusted by engineering teams at

People. Stories. Growth.

Verified on Glassdoor.

Not curated quotes — the rating and the actual reviews engineers left anonymously. Read every one.

GPowered by Glassdoor

4.9

Based on 32 verified reviews

Recommend to a friend100%

Approve of CEO90%

Brajkishor Baheti

CEO & Co-Founder

Read all reviews on Glassdoor

5.0

16 May 2026

Supportive team with great owners and remote work

SDE2

Current employee

Pros

Remote work. Really great owners. Everyone in the company is very supportive.

Cons

None that I can think of.

5.0

20 Nov 2025

Good work culture, remote first

Software engineer

Current employee, 1+ yearMumbai

Pros

Good work culture, remote first.

Cons

Salary is very very less.

5.0

22 Jan 2023

Permanent WFH and great people

Software engineer

Current employee, 1+ year

Pros

1. Permanent WFH 2. Good work-life balance 3. Great people.

Cons

Not that I can think of as such.

5.0

23 Jan 2022

Wore multiple hats — flexible and friendly

Anonymous intern

Former intern, < 1 year

Pros

Flexible work hours, got to wear multiple hats while working with the front-end team.

Cons

A little lack of time management working with other teams.

Recommends Procedure

Why engineers join

The reasons that hold up after the offer.

Ownership

Influence decisions and architecture — not just implementation. You own outcomes, end to end.

Challenging work

Real products across fintech, healthtech, edtech, and more. Never a dull problem.

Growth

Two real career tracks and a steady supply of the next hard problem to move toward.

Talent density

Work with engineers who care about quality, argue in good faith, and lift you up.

What you'll build

Production systems, not tickets.

We pick clients carefully so the work stays hard. Real outcomes the team has shipped.

IoT SaaS · Monaire

HVAC workflows, rebuilt

A unified, scalable product ecosystem with contractor apps and admin platforms. Rebuilt the data pipeline from scratch — event-driven, observable, zero data loss.

2products shipped

3workflows unified

12 moend-to-end

EdTech · Timely

Scheduling across 30+ districts

Re-architected the platform to scale seamlessly with faster onboarding, zero data fragmentation. Reduced codebase by half while doubling reliability.

30+districts

50%less code

0downtime

Telecom · MCLabs

Mission-critical comms from scratch

Concept to production in record time for software that cannot fail in the field. Hardened for 24/7 emergency response with military-grade reliability requirements.

100%uptime

2×faster coordination

24/7emergency-ready

Why people stay

Most companies talk about joining. We’d rather talk about staying.

How retention holds, and what the team said when surveyed independently.

We calibrate engineers instead of supervising them — set direction, remove friction, share context, step back. Retention follows.

→Decisions documented in the open as they happen
→Ownership claimed, not assigned by tenure
→Code reviews carry a 24-hour SLA
→Post-mortems within a week, blameless by default
→"Done" is a written criterion, not a vibe

More on how this holds up at scale — read the full breakdown →

Gen Z engineering attrition

Internal · retention

Down 28 points in three years.

31%

2023

22%

2024

15%

2025

~3%

Q1 '26

Independent BPTW survey · 2025

Third-party

What the team said when asked anonymously.

98%Survey participation

92%+Positive overall

90%+Trust & psychological safety

95%+Belonging & collaboration

What we look for

We don’t filter on pedigree.

Not years of experience, not brand-name logos, not the college on your resume. Three things instead.

Clarity

Can you explain your own work clearly — what you built, why, and what you'd change?

Bias to action

Do you ship and iterate, or only analyse? Rough-and-shipped beats waiting for perfect.

Thinking under mess

How do you reason when the problem is ambiguous and the answer isn't obvious?

Some of our best engineers came from colleges no recruiter has heard of, from bootcamps, from self-taught GitHub trails.

#Go_Pros

Engineers who step forward.

Strong engineers don’t just consume knowledge — they create and share it. #Go_Pros is our push toward community contribution, technical visibility, and thought leadership. We support engineers who step forward, and we amplify their work.

//Speak at community meetups and conferences
//Contribute to open source and tech forums
//Host Mumbai Meets AI (MMAI) — applied AI practitioners
//Internal Tech Debt sessions
//Share production learnings openly

Leadership here

What good leadership looks like.

We're small, the founders are visible, and we're growing. Here's the bar for anyone who leads.

Mentor, don't manage

Choosing a mentor matters more than choosing a company. Leaders teach, not just assign.

Founders in the code

No middle management between you and the people who started the company.

Context over control

Share the why widely. People do their best work when they see the whole board.

Zero politics

Transparency and trust over ego and noise. Focus stays on the work.

In their own words

The people make the place.

How the team describes working here, unedited.

Imagine a place where everyone's caffeinated, curious, and chill — that's Procedure. You're free to learn, mess up, and come back sharper every time. Couldn't ask for a better bunch to work with.

Sayli

Marketing Manager

Titles and ages don't matter — every voice is heard, every project a learning experience. Flexible hours, remote work, celebrations for every festival. It never feels like just a job.

Ishaan

SDE1

The freedom to experiment and a culture that's incredibly supportive and relaxed. We focus on getting great work done without being overly concerned about how it gets done.

Prathamesh

SDE2

Procedure stands out because it gives you a chance regardless of who you were or your educational background. A Sales guy became an Engineering Manager, a marketing writer became a Principal Product Designer, and a girl who thought programming was for geeks built apps in any stack. Learning and consistency make everything possible.

Saigita

Principal Engineer

The best thing about working at Procedure is the people. Everyone's helpful, curious, and genuinely passionate about their craft. Grateful for this team and the culture we're building together.

Imran

SDE2

What you get

Specifics, not vague promises.

100% remote

Work from anywhere in India

No commute, no mandatory meetings eating your focus time.

28 days

Leave + sacred weekends

Privilege leave credited through the year. Weekends genuinely off.

₹5L cover

Health for your family

Medical for you, spouse and kids, plus accidental cover (via Pazcare).

6 / 1 months

Parental leave

Six months maternity, one month paternity. Adoption case by case.

Boot camp

Real growth

Founder mentorship, structured onboarding, internal tech talks, Brown Bag sessions.

No middle layer

Direct to founders

You'll talk to, argue with, and build alongside the people who started the company.

How we hire

Structured. Transparent. Designed for depth.

We hire to raise the average — only when it’s a strong “yes.” Four stages, consensus-driven.

Application

Every application is reviewed against role-specific requirements. We only contact profiles that match.

Screening

Resume review and conversations on intent, communication, and technical maturity.

Interviews

L1, L2, and a final round — problem-solving depth, system thinking, and long-term alignment.

Offer

Structured discussion of scope, growth path, and compensation. Transparent throughout.

Typical timeline: 1–3 weeks for shortlisted candidates.

Current openings

Open roles

Roles based across our Mumbai office and remote (India). See each listing for location.

3 positions

View all positions on the careers portal

Many hard problems. One strong engineering culture.

Verified on Glassdoor.

Supportive team with great owners and remote work

Good work culture, remote first

Permanent WFH and great people

Wore multiple hats — flexible and friendly

The reasons that hold up after the offer.

Ownership

Challenging work

Growth

Talent density

Production systems, not tickets.

HVAC workflows, rebuilt

Scheduling across 30+ districts

Mission-critical comms from scratch

Most companies talk about joining. We’d rather talk about staying.

Down 28 points in three years.

What the team said when asked anonymously.

We don’t filter on pedigree.

Clarity

Bias to action

Thinking under mess

Engineers who step forward.

What good leadership looks like.

Mentor, don't manage

Founders in the code

Context over control

Zero politics

The people make the place.

Specifics, not vague promises.

Work from anywhere in India

Leave + sacred weekends

Health for your family

Parental leave

Real growth

Direct to founders

Structured. Transparent. Designed for depth.

Application

Screening

Interviews

Offer

Open roles

Head of Sales & Growth

Forward Deployed Engineer

Talent Pool - Future Opportunities @ Procedure